We can help you to improve
your business performance

The term “Business Performance” can mean many different things.

When we talk about helping you to improve business performance we can do so in any of the following ways.

We can:

• Implement performance management processes and systems
• Design and implement appropriate reward systems
• Develop career planning and progression programmes
• Implement appraisal processes and systems
• Develop Key Performance Indicators and measurements
• Develop balanced scorecards
• Review your human capital processes and make them more effective
• Implement talent management initiatives
• Design employee recognition and suggestion schemes
• Develop management information systems
• Deliver managing performance training
• Design and implement customer satisfaction surveys
• Design and implement employee satisfaction surveys
• Analyse your quality initiatives
• Audit your business processes and make them more efficient

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Performance Management
Performance management is the process of setting performance expectations, monitoring progress, measuring results, and appraising and rewarding or correcting employee performance.
Most management populations are well practiced at attending workshops. By their very nature, these are often one-off events and will do nothing to change the way performance management is utilised. Add to that a few policies and procedures and then wonder why they are not enacted. We are not in the business of writing new policies. We are also not in the business of throwing money at one-off events. We take a different and more measured approach.
Our aims are to enhance the quality of performance management and make the experience natural, effective and motivating.

1. The term ‘natural’ means that the principles within the programme are seen as ‘just the way we do things around here’.
2. The term ‘effective’ at the two extremes of performance means:
   • That top talent are ‘locked’ into the business and the wider organisational context.
   • The under-performers are managed appropriately with the right consequences for each individual. It also means measured results in partnership with HR.
3. The term ‘motivating’ means:
   • Top and middle performing staff are motivated to stay and further enhance their performance.
   • Under-performing staff are motivated to either take short-term rectification actions or find an alternative career route.

Our expertise in this are cuts across disciplines and includes:

• High performing organisation – HPO.
• Performance management processes.
• Performance management systems.
• Mapping strategies and objective dissemination.
• Balanced score-cards.
• Bonus systems and structure.
• Cultural analysis and change processes.
• Performance appraisal.
• Reward and recognition.

An example approach
To change how performance management is applied, we must first create an experience that reinforces the new ways of working and makes it in the manager’s interest to change/shift their behaviours. The following provides an example which we have successfully utilised in the past with six-figure savings outcome for our client year-on-year. This approach included:

• Measuring the manager’s current performance using a 180° assessment.
• Capturing high-value data about their individual reports in terms of personality, motivators and preferred coaching style.
• Providing inputs to increase competence/confidence including video interviews with successful and unsuccessful performance management occurrences.
• Setting targets with each manager for both positive/less positive performance management issues and the results of the 180° assessment.
• Re-measure their performance using the 180° against the performance management criteria.
• For those being managed upward or outward, providing career development to ensure a speedy win-win transition.

In other words, in the short-term, to tighten the management of this process, assess the individual, create targets, provide input, follow-up and then re-assess each individual with a calculated ‘payback’ outcome to the business area.

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Performance Management System

What is it?

An on-line performance management system with cascade objectives against backdrop business plans. With robust management and organisational metrics, the performance management process is based on a balanced scorecard (adaptable) with key measurements applying any combination of objectives, KPI’s, behaviours, and skills or competencies.
Data and metrics feature highly throughout and at all levels of the business hierarchy. It provides the team leader/manager with a summary of the team’s capabilities and behaviours, development needs and can interrogate down to the level of the individual. Organisationally, it provides strategic information on capabilities, manager performance, individual unit/business performance, global development needs, top and bottom performers, and much more.

What does it do?

The list is exhaustive, and includes:

• A full performance cycle definition in your language and reflecting your processes.
• Skills, competencies and behaviours are all included within the process (switch on/off). Reflecting your processes they ensure the ‘what’ is matched with the ‘how’ in performance delivery.
• Multi-dimensional development plans based on objectives/targets/KPI’s, behaviours, skills or competencies are all directly targeted.
• Deep and robust report indicators for the manager, division and organisation as a whole.
• Transparent cascade objectives and business plans – the system enables the individual to view all plans through their reporting hierarchy to ensure ‘fit’ with their business line.
• Self-service with manager confirmation – the manager retains the right to manage.
• A 360º option for skills, behaviours or competencies is built into the system itself.
• SMART – the system ensures objectives are measured, dated and conform to the business plan.
• There is a function for opening the content of every role (except where confidential) to all staff in the business.
• Direct links to your learning library or other development processes with a resource allocation dashboard.

Reporting

Within this system there are many reports at each level of the business hierarchy. As well as those expected, others include:

• Live objectives/target tracking.
• Team member’s skill/behavioural profiles.
• List of objectives/targets set by the individual, team, division or business.
• Ratings at the level of the individual, by manager area, division or business.
• Bell curve displaying top and bottom 10% (or other percentage as defined by you).
• Full interim and end of year assessment.
• Team capabilities against defined skills.
• Development needs at individual, team, division and business levels.
• Individual skills and/or behavioural profiles and as an average by manager’s team, division or business.
• Defined development completed by manager’s team, division or business.
• All can feed into talent and succession planning and we can back-end into other HR processes.

What makes it different?

• Meaningful reports at every level of the business hierarchy.
• Self-service with manager sign-off.
• Actively encourages ‘high performance business’ methodology.
• 360º included as standard.
• SMART checks as standard.
• Creates a common purpose and a ‘one company’ culture.
• Balances the ‘what’ with the ‘how’ in driving performance.
• Balanced scorecard – objectives, skills, comp’s and behaviours in one system.
• Guided development throughout.
• Ability to open the business with cascade plans and search other roles.
• Team and business profiling tools.
• Completely tailored to your processes.
• Facilitates face-to-face and coaching interaction.
• Logged development to ensure it happens.
• Records are completely transportable as individuals change roles

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HR Efficiency: e.HR

For HR professionals, by HR professionals.

Most suppliers simply switch-on a feature when you need it and switch it off when you don’t. Then charge you for the privilege. And if you dare to need something they can’t readily supply you either can’t have it at all, or they charge you enormous development fees.
It’s an approach that’s out-dated, inflexible, patently unfair and bears no relation to the customer focused, service orientated, value added approach of MTD.
Our three step approach to configuration is completely different and infinitely flexible. With our vast code base, we configure at system level with proven and tested sub-modules. The result? You get the e-HR solution you want, delivered in the way you want and at the right price for you. Here’s how you it works:

1. We work with you to specify the right solution. That means from an HR perspective, finding out exactly what you want and adding lots of innovative thinking to show you what else you could have to add value.
2. Our technical team then configure the sub-modules to your precise needs from our bank of proven code.
3. We then match your other intranet/internet applications so that our e-HR solutions work seamlessly with your brand and looks like it has been designed and developed in-house.

Our software is already used by some of the UK’s largest businesses where the HR department demands to have a system to fit their business, rather than off-the-shelf software that only partially meets their needs. Applications include:

1. Performance Management
2. 360º assessment
3. Climate survey
4. Learning diagnostics
5. Recruitment system
6. Bespoke fit for purpose learning banks, question engines, and many more.

What is it?

This is a highly developed, multi-source feedback tool providing individual, manager and empirical business-level data. This tool aims to facilitate higher performance for the individual, groups of individuals, and the business as a whole. In other words:

• It improves individual performance by precisely identifying the strengths and weaknesses against job role requirements, and by tracking profile changes over time.
• It improves team performance through live team profiling and gap analysis.
• It improves business performance, ensuring a measured capability profile.
• It assesses the exact learning & development needs of individuals, teams and the business, and measures the effects of resource allocations on these groups.

What does it do?

• Enables unlimited self-assessment, 180º, 270º or 360º assessments of individuals or specified groups against target or job role profiles.
• Full status tracking and control – the user knows exactly the position of each assessment.
• The user can break-down the feedback by competency/behavioural group, individual competency/behaviour, self, boss, peers, stakeholders and reports in any combination.
• Individuals can choose any two assessments completed at different times to generate direct comparative reports.
• It provides anonymous qualitative as well as numeric feedback.
• Managers can continually track team profiles.
• Nominated administrators can access and breakdown any individuals records for one full assessment, or for any two.
• Administrators can nominate any two dates and all specified assessments will be averaged for that period.

Reports include:

• Basic composite individual data
• Individual data by reporting group.
• Variance against target/job role profiles.
• Spread scores graphical/tabular results.
• Multi-level comp./behavioural reporting.
• Variance summaries.
• Composite period comparisons.
• Organisational profile by period.
• Period comparisons by report group.
• Level spread graphing.
• Analysis by individual question.
• Individual question by reporting group.
• Team profile.
• Period comparison team profile.
• Organisational profile.
• And the list goes on…

What makes it so different?

• You can set organisational and personal targets.
• Provides averages for capability analysis.
• Full administrative control from question set-up through to editing standard e-mails.
• Provides data for the business, the manager as well as the individual participant.
• Provides written as well as numeric feedback.
• Completely flexible to your brand and internet guidelines.
• Internet, extranet or as an ASP solution.
• Personal profiles can be measured directly against job role needs.
• No limitation on question hierarchy or number of questions.
• Works both internally within the business and outside the business.
• Provides individual and organisational longitudinal comparisons.
• Completely flexible to your brand and internet guidelines.
• We can integrate with any other HR processes.
• And, the users love it!

Learning diagnostic system

What is it?

An on-line learning needs analysis system assessing the precise learning needs at individual, team and business levels. Aimed at regulated, compliance or process-led roles, it has knowledge tests, learning materials, coaching information on learning needs, and combined with personality-based motivators and individual coaching preferences, it provides a rounded and empirical diagnostic tool for most businesses.
The system identifies precise learning needs and then tracks improvements over time for the individual, the team and business as a whole. It validates the learning spend as well as targeting future learning and spend requirements. It therefore saves money and time through precise identification, increases competence and reduces risks associated to regulated businesses. With a strong coaching element, it ensures the manager can also motivate staff to achieve their personal best whilst eliminating risk to the business. Within the system there are, as standard, a Learning Diagnostic tool,learning tracking tools, knowledge tests, preferred coaching style, and an inventory to assess individual fears and motivators.
It can also incorporate your learning modules, on-line resources and a knowledge bank.

What does it do?

The list is exhaustive, but includes:

• Eliminates business risk through ensuring compliance within regulated/process-led roles.
• Saves cost and potential attrition.
• Increases time on-the-job and improves the customer experience.
• Provides a direct and empirical analysis of individual knowledge and learning needs.
• Enables managers to manage through understanding – information on their people’s coaching and personality needs, ability for the coach to provide learning, and an understanding of the team’s profile as a whole.
• Ability to measure the impact of learning through period comparisons.
• Continually tracks at the level of the individual, team, division and business as a whole.
• It effectively provides strategic information and places the manager and business in control.

Reporting

Within this system there are many reports at each level of the business hierarchy. As well as those expected, others include:

• User access to coaching preference
• Actions to do at user and manager levels
• Manager data on individual team members
• Interface for local training material delivery
• Manager data on league tables against learning components/modules for ‘buddying’
• Comparisons of learning needs for any two individual’s
• Assessment of composite data for any two periods (tracks changes)
• User access to their primary coaching motivators
• Manager access to ‘best at’ for creating local ‘champions’
• Manager data on team composite learning needs
• Learning priorities by individual, team and organisation
• Manager data on team composite coaching preference
• Ability to create bespoke ‘tests’ on-line and send to nominated staff

What makes it different?

• Aimed specifically at process-led environments.
• You control the diagnostic content and test materials.
• Provides an interface with other learning resources.
• Facilitates individual and local learning rather than central ‘course’ interventions.
• Facilitates team mix for projects.
• Data at the level of the individual, team and business (and more if needed).
• Strong coaching element.
• Multi-level menu structure.
• Prioritises learning needs identification for precise learning interventions.
• Comparative data to create learning buddies and local champions.
• Directly saves cost.

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In short, our consultants can help you with anything related to making your business perform to a higher standard.

Every company must measure, manage and improve its performance if it is to survive and your business is no exception.

If you are looking to improve your business performance and have some ideas or requirements in mind please call, email or complete our online form below and make a no-obligation enquiry.

You will not be put through to any sales team. Instead, you will come straight through to our consulting department who will be able to advise you on the options available.